“There is nothing permanent except change,” said the ancient Greek philosopher Heraclitus. In the fast-paced world of business, adapting to change is crucial for survival; but according to Harvard Business School, about 50% of all organizational change initiatives fail due to poor planning, coordination, and execution. So, knowing how and when to make changes is a need for all business leaders attempting to take their organization through change.
What is Change Management about?
It is about the steps an organization takes to move towards a desired future state. This can involve orchestrating changes to your company’s culture, internal processes, technology, infrastructure, hierarchy, and more. There are two main types of organizational change: adaptive and transformational.
You may decide to implement one or both of these, simultaneously or one first and then the other.
Adaptive Change involves small, incremental adjustments to meet evolving needs. Think of it like hiring new employees to handle increased demand or introducing new policies to boost productivity.
Transformational Change is more dramatic and involves large-scale shifts that can alter the mission, strategy, structure, performance, and processes of an organization. Examples include launching new products, expanding the business, or creating new divisions.
No matter the type of change, it is imperative that the organization’s leaders and team are well-prepared to forge this change. The more informed and engaged everyone is, the smoother the process will be. It bears repeating:
Start with these five keys:
Key 1. Prepare Your Entire Organization
Leaders need to communicate the need for change to all employees. Keeping everyone in the loop throughout the project can help reduce risks and mistakes while also gaining everyone’s buy-in to getting the task at hand done. Getting buy-in from those who will be affected by the change can make all the difference in achieving the desired outcomes.
Key 2. Map Out Your Vision for Change
With widespread buy-in achieved, it will be crucial for executives to present the change plan to a diverse team segment, including leadership and other key employees.
Mapping the vision includes:
- Creating Strategic Goals: What do you hope to achieve?
- Identifying Key Performance Indicators (KPIs): How will you measure success?
- Project Stakeholders and Team: Who is responsible for implementing the changes? Make certain to include team members that are responsible for leading as well as those who will be tasked with completing the work (producing the product).
- Project Scope: Identify the steps needed to complete the project and recognize what tasks are outside its boundaries.
Key 3. Implement Your Changes
With a good plan in place, it is time to act. Leaders should empower their teams to carry out tasks while monitoring progress. Clear communication and repetition of the implementation process ensure understanding. Remember communication is key.
Key 4. Secure Changes
After implementation, leaders should monitor new processes to ensure adherence and identify areas for improvement. This prevents reversion and stagnation, keeping the changes effective and beneficial.
Key 5. Review and Analyze Results
Post-implementation, leaders should review the project to determine if goals were met. If successful, consider applying change management to other areas of the business. If not, analyze where the breakdown occurred and try again.
Continuous Process
Successful change management requires ongoing effort. Leaders should regularly seek feedback from employees, customers, and stakeholders to refine processes. By doing so, organizations can navigate change effectively and achieve desired outcomes, ensuring long-term benefits.
IMS provides Change Management services to numerous clients. Put us in the driver’s seat and let us help get you where you want to go!
